Preparing for an employees return
Key steps to ensure a smooth transition
Begin conversations before leave starts to set expectations and build trust. This period may bring mixed emotions, so managers should listen with empathy.
Before leave:
Agree on a contact plan (what, when, how).
Discuss potential use of KIT days.
Confirm leave duration and provisional return date.
During leave:
Stick to agreed contact levels.
Share key updates only, avoiding overload.
Before return:
Check in a few weeks prior.
Discuss return logistics, role changes, flexibility, and support options.
Invite them to share any concerns.
A good first day starts before they walk through the door.
Check their laptop, logins and system access are working.
Make sure their desk or workspace is available or flag any changes ahead of time.
Share clear updates on tools, policies or internal processes they may have missed.
Brief them on any new starters, leavers or team changes.
Flag current priorities or projects they’ll need to get up to speed on.
Avoid overwhelming them by building momentum gradually. Some will need time to find their rhythm, while others will want to dive in – so flexibility is key here.
Personally welcome them back.
Schedule a return-to-work meeting.
Ease them in with a balanced schedule.
Share key updates to get them up to speed.
Hold regular one-to-ones in the first few months.
Support a gentle return while respecting each individual’s pace. This is about striking a balance between challenge and support.
Offer phased return options where needed.
Tailor workload to current capacity.
Ask what support they’d find helpful.
Avoid assumptions about what they want.
Time away from work doesn’t mean ambitions disappear. Many parents return with a fresh perspective and strong motivation to re-engage with their career.
Talk about their goals during return planning.
Offer relevant training or refreshers.
Include them in decisions about projects or promotions.
Don’t let part-time status block progression.
